If you were CEO what measures would you put forth to stabilize the company? I'm sure our readers would like to see something more than complaints. How about remedies.
12 replies (most recent on top)
Fiber & cell towers everywhere.
Call centers only in the US with clear speaking English call takers(Spanish reps available for our Latino brothers & sisters)
Simple:
- Immediately eliminate the top three levels of executives. Gone. Out. Removed
- Make executive compensation based on performance, and structure bonus/stock options on metrics like growth and profitability rather than stock price
- Cut the dividend by 50 - 75%, raising it only when profitability increases. There may be short-term investor loss, but the employee base would be preserved and there would be long term growth.
- Simplify. Offer only three levels of packages for DTV, Uverse, Mobility, etc. And only one HBO stream instead of three. There are way too many levels/offers
- Continue promoting DTV/Uverse in areas not covered by fiber. At the moment the two biggest media markets (NY & LA) are not covered by fiber, meaning we are just ignoring them for video service
- Stop expeditionary mergers.
- If there must be layoffs, make them performance based instead of random. Morale is so low right now nobody gives a slap about their job.
That's my plan. At least the start.
It’s time for the company to stop acting like they are the only choice for services , like we just did with HBO Max launching without an agreement deal with Roku or Amazon ... the biggest cord cutting catalysts! It seems like the company acts like an entitled , spoiled rich kid when pushing out new products , as if it’s our way or no way ... then gets “blindsided” when people don’t take the bait! Internally, it’s terrible that the CEO does not pay attention to the PEOPLE who actually make the money for the company , they are VERY out of touch! It’s like they are in a dreamland , when the first and second line employees truly have ALL the solutions because we work and deal with the decisions that the C suite make everyday! The C suite needs to ALSO REALIZE that by the time they get the results of a lot of things , they are PADDED because there is fear in that middle management / senior management layer , they don’t want to displease the higher ups ... so it’s like you are icing in a cloud but in reality there’s a 5 alarm fire that needs attention below !!
I do want to add, GET A NEW PRODUCT LAUNCH TEAM , strategic PLANNING team , and also
STOP OFFERING PRODUCTS , getting customers to like them then STRIP away the perks that the customer actually liked , which LOSES the customers!
STOP making the people who make the money pay for the mistakes of the out of touch CEO’s that don’t have a CLUE about the company they run ... and
STOP running the company like it has ADHD!!!
why - att is done let senior management rob it into oblivion.
Improve customer service. We really treat our customers like c-ap when they have issues. I do not think this issue is a personal issue, but rather a company attitude issue. That makes its way into policy and tools, so even if the customer support folks really want to help, they are unable to.
fire all the white people and keep the blacks only that will fix everything. #BLM
Employees are growing noticeably more frustrated and leadership does not care. Employees want our leaders to have their backs and listen to their concerns; to provide clarity of purpose and to clearly be able to verbalize our roadmap for the future. I think employees are finding themselves being led by people that lack focus and vision. When there is no required strategic support and direction to keep employees motivated and teams inspired this makes for an unhealthy and negative environment.
There is a sense that organizations are promoting layers of people into Exec leadership positions where they don’t really belong and for the wrong reasons. Employees are aware of those that assume the role of “corporate watchdog” (to assure the workplace culture that is from the top is being adhered too) versus technically knowledgeable, involved in the day to day, aware and action-oriented leaders with real purpose and authority. The majority of employees never even interact with their V.P. whereas before the merger we were welcomed into our VP office to discuss problems and solutions. Our VP knew us all by first name and would seek out first and second level employees for input on decision making and to better understand the business, products or technological solutions being built. We had skip-level meetings where employees felt they were in a safe environment to share potential business opportunities and solutions which were welcomed and in some cases acted upon by leadership.
Employees respect leaders taking calculated risks, not those merely serving as another layer on top of layer of management, an additional “go-between” that stunts growth and opportunity. Furthermore, when our leaders make bad decisions, employees as we see have begun to lose confidence in them and trust decreases, especially when their poor decision-making patterns don’t change and results in job elimination and no security.
Look , the higher ups are asking us peons for ideas...
Largest fiber footprint in the country!! Fiber up all turf asap. Get as much free $$$ to do it from feds. Bring it everywhere! Rich, poor, rural. Just freakin do it!!
Clean house at the senior leadership side. They all need to go including the board. That’s a good start. They should all be fired for their constant product failures, bad business decisions, lack of leadership and low employee morale.
Really?????
Require spandex all of da time